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LEADING IN A CHANGING WORLD

Change is an inevitable aspect of leadership that does not afford any leader a short cut. Short cut, they say, cuts your leadership results short, which is something that every leader must be wary of.

Some leaders fail to understand change is non-negotiable in leadership. It is either you change your approach by learning new skills in order to navigate your path or you get changed by your failures to navigating well in order to generate the required results.

Organizations, institutions, families, etc, experience change with the way and manner the people being led are exposed to prevailing information. The earlier the leaders of these settings realise what is up, the better they stand a chance to succeed in their quest.

Every change is contingent upon the natural laws of sowing and reaping, and times and seasons. After the dry season comes rainy. After the day comes night. And some would suffice that after the raggae play the blues. In all these, one thing is sure that life abhors stasis.

For the leaders whose goals is to navigate their path clearly and productively, they should be abreast with the details of these dynamic changes in every form of leadership. Beyond these changes, leaders cannot not change. I say it again, it is either you change willingly or be changed forcefully, either way, you gain or loose.

Those leaders who do not understand the need for change in leadership will find themselves as laboratory rats whose lives are wasted after the experiment is over. Life will never forgive you if you fail to change in developing new leadership skills that ensure for a safe landing within a record time.

There are five phase of change observed in any leadership, whether, in organization,  institution, family, etc. that the leader must seek to understand. They include:

1. Stability
2. Discontinuity
3. Disembedding
4. Transition
5. Re-formation

Each of those are characterized by observable liminal indicators that any leaders who desires to succeed must look out for.

So, part of what I will do in the coming essays is to explain, maybe in details, the dynamics of these liminal phases and the expected responses the leader should have.

I am Elvis C. Umez
Leadership Consultant
IDB Consult

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